A leader’s leadership style refers to the tactics, qualities, and behaviours they use to guide, motivate, and manage their people.
Their leadership style also influences how leaders build strategy, implement plans, and adapt to changes, all while managing stakeholders’ expectations and the well-being of their team.
When you analyse some of the people you regard to be exceptional leaders, you will notice that there are typically significant variances in how each person leads.
- Transformational Leadership
We’ve all been in a group setting when someone takes charge, speaking with the others and establishing a shared vision. Creating togetherness, strengthening relationships, generating energy, and inspiring enthusiasm. This individual is extremely likely to be regarded as a transformative leader.
Transformational leadership is a type of leadership that emphasises change and transformation. Leaders that take this method aim to motivate their followers to achieve more than they ever imagined possible by tapping into their own personal potential. This sort of leadership may be particularly effective in businesses attempting to achieve significant changes or transformations.
The following are some of the major qualities of transformative leadership:
- A future-oriented mindset: Transformational leaders are continually thinking about what needs to be done to attain the organization’s goals. They motivate their followers to follow suit.
- A focus on change: Transformational leaders are at ease with change and recognise its importance to corporate success. They attempt to ensure that their followers are similarly comfortable with and capable of adapting to change.
- Putting people first: Transformational leaders recognise the potential in each of their followers. They work hard to help their followers develop their unique talents and abilities so that they can realise their maximum potential.
- Delegative Leadership
A delegative leadership style, sometimes known as “laissez-faire,” emphasises on delegating initiative to team members. This is often regarded as one of the least intrusive kinds of leadership, literally translating to “let them do.” As a result, this is regarded as a highly hand-off leadership style.
Leaders that use this method have faith in their people to execute their duties. They do not micromanage or become overly engaged in offering comments or direction. Instead, delegative leaders empower their staff to use their creativity, resources, and expertise to assist them achieve their objectives.
If team members are competent and accept responsibility for their task, this may be an effective leadership technique. Delegative leadership, on the other hand, can lead to arguments among team members, which might fracture or divide a group.
It can be especially difficult for newcomers to adjust to this leadership style, or for staff members to comprehend who is ultimately in charge and accountable for outcomes. As a result, it’s critical to keep this leadership style under check.
- Authoritative Leadership
Visionaries are commonly used to describe authoritative leaders. Leaders that employ this method regard themselves as mentors to their followers. To distinguish it from authoritarian leadership, authoritative leadership emphasises a “follow me” style. Leaders establish a route and urge people around them to follow in this way.
Leaders that exude authority tend to encourage and inspire others around them. They give instruction, feedback, and inspiration to their teams in addition to general direction. This fosters a sense of accomplishment or success.
The authoritative leadership style is largely reliant on getting to know each team member. This enables a leader to give more individualised counsel and feedback, assisting individuals in succeeding.This implies that authoritative leaders must be adaptable, especially when their team develops in size.
Although authoritative leadership is clearly hands-on, leaders must be careful not to micromanage. This is a characteristic of this approach, which can be oppressive to team members and generate bad emotions.
- Transactional Leadership
Transactional leadership, also known as management leadership, is a type of leadership that is based on incentives and penalties. This leadership style places a strong focus on organisation, anticipating that individuals may lack the incentive to perform their jobs.
A leader establishes clear goals or tasks for their staff using this reward-based strategy. Leaders often specify how their teams will be compensated (or penalised) for their efforts. Rewards can take various forms, but often entail monetary compensation, such as wages or a bonus.
This “give and take” leadership style is more concerned with efficiently following established routines and processes than with bringing about dramatic changes in a company.
Transactional leadership defines each employee’s tasks and obligations. However, if employees are always aware of how much their labour is worth, it might lead to diminishing returns. As a result, it is critical that rewards align with corporate objectives and be accompanied by extra tokens of gratitude.
- Participative Leadership
Participatory leadership, also known as democratic leadership, is a leadership style that encourages leaders to listen to their employees and engage them in decision-making. This leadership style necessitates those leaders be inclusive, have effective communication skills, and, most importantly, be able to share power/responsibility.
When a leader chooses a participatory leadership style, it fosters cooperation via accountability. This frequently leads to a cooperative effort to identify issues and find solutions, rather than assigning individual responsibility.
This leadership style has traditionally been widely used by a diverse spectrum of executives in a variety of companies. However, as working patterns have changed (exacerbated by the COVID-19 epidemic) and teams have gotten more dispersed, this leadership style has become increasingly difficult to implement.
A participatory leadership style is frequently connected with spontaneous, open, and genuine communication. This can be especially difficult to maintain while working remotely or in virtual teams.
Participatory leadership is frequently preferred since it aids in the development of employee trust. Empowering and motivating individuals to offer their thoughts on critical issues, showcasing their worth to a team.
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